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Binna | 

Click here to read the original blog in full on the Management Today website - Psychology at Work Blog, a blog page about the psychology of business,management and leadership written by Pearn Kandola.






Binna | 

Click here to read the original blog in full on the Management Today website - Psychology at Work Blog, a blog page about the psychology of business,management and leadership written by Pearn Kandola.






Binna | 

Selection of staff is an imperfect and pressurised practice. You get a few hours at best to assess your candidates before having to make a decision. How much better if we could evaluate each person over several months, having them perform tasks that we have set them, observed by our most trusted aides. At the end of such a thorough and intensive selection process I think we'd all be confident about getting the right person wouldn't we? Not if you're Sir Alan Sugar you wouldn't. I have been following the latest series of the Apprentice eagerly. Last week saw the last five candidates being interviewed by Sir Alan's cronies. The conclusion of the programme saw the great man not being able to identify the two best people for the final, opting to choose four instead.

To say I was disappointed would be putting it mildly. How can you have that amount of information on each person and still be unable to make a decision?

Over and above that exactly what is he looking for? It seems clear that he wants someone who can buy and sell, is entrepreneurial, can lead a team and be led. He also wants someone he can mould. He seems to focus on those characteristics to such an extent that he seems extremely unconcerned about lying, cheating, bullying, bribing, scapegoating, scheming, conning and sheer uselessness. He prevaricates whilst the rest of the country is shouting at their TV screens "Fire them!"

One of the main reasons why I watch the series is because of Sir Alan himself. He has shown himself to be tough, astute, witty. Now though, whilst still tough and witty, his judgement should seriously be called into question.

Regardless of whoever wins the final I think the producers ought to say "With regret, Sir Alan, you're fired!"

Keywords:  Talent management| Leadership| Individual assessment| Assessment

Category:  Assessment
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Binna | 

BBC's new talent show, 'I'd do anything' has attracted criticism for being an extended advertisement for the new production of the musical 'Oliver' but could it also be revealing prejudices in the voting public?

The show has a number of musical actresses who are all competing for the opportunity to be the new Nancy; there are ten actresses in total and each week they perform a song which is firstly critiqued by a panel and then by Lord Andrew Lloyd Webber. The viewing public then vote for the woman they would like to see remain in the show. The bottom two sing once more and Lord Webber decides who will remain.

There were two black performers in the show. In week two both were voted in the bottom two and had to sing off against each other. Lord Webber said that this was not a fair result based on the performances, but one had to go.

Week three saw the remaining black woman Keisha in the bottom two again despite the panel and Lord Webber deeming her to be better than some others. Last week she was in the bottom three.

Does this reveal the racial bias in the viewers? Well on the surface you might argue yes, but it might not be as straightforward as that.

Do we really think of any of the main characters being anything other than white?

The images that come to my mind of Oliver Twist are based on old photographs and classic black and white movies. I didn't associate any of the above with black people. The same will be true of Nancy.

The celebrity panel and Lord Webber very admirably stick to their task of picking out talent. Lord Webber attempted, at the start of week three's programme, to remind viewers to judge the performances in the same vein. He referred to not judging people on whether they are from England, Scotland, Wales or Ireland, but on the way they perform. This instruction, worthy as it was, did not work in week two and hasn't been repeated since

Colour is one of the most identifiable features we have and our brains register someone's ethnicity almost before anything else. The association we make between Nancy and a white woman is so strong that we can't cast it off. The Lord needs to keep reminding us though on what we should be judging the women on but Keisha unfortunately will continue to have a rough ride unless she puts in some truly exceptional performances. This is probably the experience of many ethnic minorities struggling for recognition of their talent in a lot of organisations.

Keywords:  Talent management| Racial bias| Diversity

Category:  Diversity
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